HUMAN RESOURCE MANAGMENT

BSc II: Human Resource Management

BSc II: Human Resource Management

Introduction

Human Resource Management is widely used concept around the world which is broadly defined as the strategic, uniform and consistent method for targeting and retaining the best talent of human capital for the success and productivity on an organisation. It includes all the human capital, which by their skills and expertise contribute to the overall objectives and goals of organisations and continuously improve their performances by means of training and development to have competitive advantage over their competitors (Tyson & York, 2000). In today's world the value of human resources is very essential for the success of any organization. They are a precious asset in which the investment has many benefits. Because of this approach gradually developed a policy Human Resources Management (HRM), which defines the objectives, methods and challenges to be met by properly operating company (Rothwell & Kazanas, 2003).

The Human Resource Management is a crucial aspect for nay organization success and it is increasingly becoming the central focus of organizations. The effective policies of Human Resource Management leads an organization to greater success in their operations and innovation resulting in better quality of products and services provided to customers. However, the important mandate and responsibility of Human Resource professional is to analyse and improve the productivity of employees, while attracting and retaining their expertise by means of talent management. They also need to analyse the internal and external environment in order to cope with the challenges faced by the organisation and their employees.

As a team of HR consultants we have been commissioned by the UNITE trade union to assess the probable changing role of the trade union movement in the United Kingdom over the next ten years. The objective of this paper is to critically examine the factors affecting human motivation in a business organization and how motivation affects the standards of performance. Secondly, analysing the cause of conflict and alienation at work and evaluate the methods of resolution.

Discussion

Human resource management is a targeted action on the one hand to achieve the objectives of the company, on the other hand to meet the needs of the employees. These activities include resource planning processes, budgeting, hiring, compensation, motivation, training and development, assessment tools, etc (Tyson & York, 2000). The HRM practices round the world in recent years has observed a successful pattern in the will acknowledged that the practices and human resource systems can participate in the creation of value of organizations. Although the strategic role of HRM is less subject to dispute, the why remain less well explained reasons that explain the relationship between HR practices and performance indicators, which are not yet a broad consensus. It is not clear yet the mechanisms by which practices HR has a strategic influence (Minbaeva, 2008).

The purpose of HRM is also continuous improvement of processes and strategies. The rate of economic growth is so large that it is necessary to continuously track changes. New technologies entail training courses for ...